Passive Candidate Sourcing

A professional writer and passionate blogger, Sampurna has been lending her expertise to the online world by penning articles, guest posts and blogs on career, business and employment for a quite some time now. She also an avid reader; loves travelling and photography.

We all know that passive candidates make a great asset for any company. However, certain significant strategies need to be developed in terms passive candidate sourcing as the process is not easy. The first challenge is that passive candidates need to be fully convinced about new job prospects and, also the fact that a job change is good for them.

However, what is the techniques by which a recruiter can ensure proper passive candidate sourcing? What are the initial steps that he needs to take? Here’s a look:

The recruiter must be someone worth knowing – someone, who is a specialist in any particular area. This is how strong candidates will be interested in becoming a part of your network.

  • The job profile is outstanding
  • The company has several remarkable jobs in the same field
  • The hiring or recruiting manager is a true leader

All these techniques will make it much easier regarding passive candidate sourcing. While these techniques will make the passive candidate response rate somewhat higher, it still might require a lot of time in actually luring passive candidates to consider your job offer.

Explained below is a plan of action that you can take to ensure proper passive candidate sourcing.

#1. Use performance qualified job description

The first step towards passive candidate sourcing is to establish performance qualified job description. Try to describe the challenges that the job offers. It will enable in tapping some of the best possible passive candidates. Do remember to focus on the opportunity gap that you will be offering to new job prospects.

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#2. Create a small target batch of Tier 1 Talent

As long as you get 70-80% of the candidates to respond, your search result will be quickly reduced to a mere 20-25 people, to begin with. However, your aim must be to convert at least some of them into intriguing prospects, who will genuinely express some interest in the job opportunity you are offering.

#3. Make them feel unique through your messages

The appropriate messages can do wonders regarding passive candidate sourcing. Do remember to craft and direct appropriate messages so that you can attract passive candidates. In your outbound message explain that you found the applicant’s profile appealing, and you are willing to make a good offer to them that can ensure a good career move for them. Understand that a good career move works much more than just a hike in compensation. Try to exploit that factor as well.

#4. Sell the discussion; not the job.

It is important to understand that as an employer or the hiring manager, you must try and sell the discussion that you are holding with the prospect rather than just the job. The primary objective of your first call with the person is to establish that the offer you are about to make represents a true career move. As mentioned earlier that compensation often features later, it is important to represent a career move. Ensure that you succeed in it. Once satisfied, then only you can go ahead with further conversations.

When the supply of talent is less than that of the demand, you need to attract people. And passive candidate sourcing works wonder only if strategies are perfectly in place. Understand that success requires a balanced emphasis on targeted sourcing, customized messaging and sophisticated recruiting.

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